Chief technologist responsibilities. Job description and responsibilities of the chief technologist. Characteristics of work, tasks and job responsibilities

A collective agreement is an optional document for an organization. However, if the process of signing it has already begun, the parties may be held liable for violating the procedure.

From the article you will learn:

Collective agreement and collective agreement

The concept of a collective agreement and collective agreement for a person far from personnel records management, may seem, if not synonymous, then close in meaning. At the same time, experienced personnel service workers know that, despite the fact that these concepts do have some common features, in fact, they represent fundamentally different mechanisms for regulating relations between the parties.

Differences between collective agreement and collective agreement

Collective agreements and collective agreements, therefore, have a number of significant differences that make it possible to clearly establish which document is about we're talking about in a specific case. In particular, these differences include:

scope of the document. Action collective agreement applies only to a specific company, while a collective agreement covers more wide area- from a specific industry, region to the entire country;

parties involved in signing the document. In the case of a collective agreement, the employees of the enterprise and their employer act in this capacity; in a collective agreement, the parties are representatives of workers and employers within the scope of its application, and in addition, representatives of government agencies;

legal basis of collective agreements and agreements in labor law. Thus, the procedure for concluding collective agreements is regulated by Articles 40-44 of the Labor Code of the Russian Federation, while collective agreements are concluded using the principles described in Articles 45-51 of the Labor Code of the Russian Federation.

However, along with the differences between collective agreements and agreements, these concepts also have a number of similarities. Of course, one of the most important is that both of them serve as mechanisms for resolving the mutual obligations and rights of the parties entering into them. In addition, both agreements and contracts during the preparation period require preliminary negotiations on their content. In both cases, the procedure for conducting them is regulated by the provisions of Chapter 6 of the Labor Code of the Russian Federation. Find out what else these two concepts have in common by reading our .

Collective agreement

Preparation of a collective agreement

The first stage of preparing a collective agreement is to formalize the initiative to sign such a document. It is not in vain that we are talking about its execution, since, according to the current Labor Code, it must be recorded in writing. If such an initiative comes from the employees of the enterprise, they should inform not only the employer itself, but also the trade union organization of their intention - of course, if there is one.

One of the reasons why the law requires that a proposal to sign a collective agreement be made in writing is the importance of fixing the date of this initiative. The fact is that the procedure for forming a collective agreement is clearly regulated by the Labor Code. This, in turn, means that for specific necessary actions The parties are allotted certain periods of time, which are calculated, among other things, from the moment the proposal to sign the agreement is put forward.

The duration of such periods is prescribed in Chapter 6 of the Labor Code of the Russian Federation, which regulates the rules for negotiating a collective agreement. For example, the party who received such an offer must enter into a discussion of its terms no later than seven days from the moment of familiarization with this initiative. What other deadlines need to be met as part of this procedure, read our material.

Collective bargaining

Conducting collective bargaining, regulated by Chapter 6 of the Labor Code of the Russian Federation, requires the participation of authorized representatives of the employer and employees. Therefore, by the time they begin, workers must form a representative body with the necessary rights. How to avoid common mistakes that can lead to the recognition of a signed contract as invalid, read this article.

According to the provisions of the current legislation, the parties are given a period of time to negotiate the terms of the collective agreement, which should not exceed three months. Moreover, other conditions for their implementation, including the specific duration of consideration of the main project and settlement of disagreements, the location of discussions and other points, are determined by the parties independently. By the way, during the period of this discussion, the employees involved in it are not only released from work, but also have the right to certain guarantees. Which ones exactly - read in our material.

Contents of the collective agreement

Art. 41 of the Labor Code of the Russian Federation gives the parties discussing the content of the collective agreement the right to independently decide what conditions and requirements need to be included in it. Thus, each organization can include in it those sections that it needs to ensure coordinated team work and eliminate the most common disagreements. However, when developing a draft of this document, it is convenient to use a template compiled by experienced specialists, which can be modified to suit your own tasks. In that material we present one of them.

At the same time, any collective agreement must meet a number of basic principles, compliance with which is strictly monitored by supervisory authorities. In particular, these principles include the following. The conditions fixed in the collective agreement cannot worsen the position of employees in comparison with current legislation and should not conflict with it;

Registration of a collective agreement

After the parties have reached a consensus on the content of the collective agreement, each of them signs the final document. After this, within seven days it must be sent to the authorized body that monitors compliance with the labor rights of workers. At the same time, it is not necessary to obtain the consent of such an authority for registration: it will have a notification nature.

Maximum validity period collective agreement in the original version is three years. Moreover, after the end of this period it can be extended, but such an extension does not occur automatically: for this it is necessary to carry out a special procedure. Besides, special conditions Extensions of the validity period of the document are provided in case of changes in the structure of the organization. How to revise and extend the validity period of a document, we tell you in this material.

Collective agreement

A collective agreement is a document that has a significant scope: its provisions, depending on the type of such document, can extend to an entire industry or region. At the same time, despite the fact that collective agreements, agreements and employment contracts are to a certain extent similar documents, collective agreements establish general principles interactions between the signatories. At the same time, it is necessary to inform the authorized bodies about the signing of a collective agreement, as well as a collective agreement. In our article We tell you where and how to send information in this case.

Note! Collective agreements can be two- or three-party.

Types of collective agreements

Depending on the range of subjects covered by the collective agreement, the following types are distinguished:

general - fixes the key principles of labor and other relationships between entities at the federal level;

interregional - operates in a similar way at the level of two or more regions;

regional - extends its effect to the territory of a specific subject of the Federation;

sectoral or intersectoral - determines the order of functioning of entities whose activities are carried out within a specific industry or industries;

territorial - operates on the territory of a certain municipal entity.

Note! At each level, it is possible to conclude a tripartite agreement.

At the same time, a collective agreement, the signing of which involves three parties, usually assumes that one of its participants is an authorized representative of a government body. In our article You can see examples of such agreements.

Effect of the collective agreement

The content and structure of the agreement is determined by the parties and may include the same range of social and labor issues that can be reflected in the collective agreement. The development and approval of the draft agreement takes place within the framework of collective negotiations between the parties. Moreover, such negotiations, as well as negotiations on the content of the collective agreement, are conducted on the terms set out in Chapter 6 of the Labor Code of the Russian Federation.

The agreed document applies to all employers (and their employees) who are members of the associations of employers that have entered into the agreement. What other features need to be taken into account when drawing up a collective agreement, read our material.

Thus, collective agreements and agreements in labor law have a similar nature and some common procedural aspects. However, they differ quite seriously in terms of the scope of their application and the nature of the problems addressed. At the same time, despite the significant degree of freedom provided to the parties during the discussion and preparation of the final document, it must be remembered that the current legislation is quite strict regarding compliance with the procedures provided for in the framework of work on it. For example, for avoiding negotiations regarding a collective agreement, an employer may be subject to prosecution. responsibility.

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In accordance with Art. 1 Labor Code Russian Federation(hereinafter referred to as the “Labor Code of the Russian Federation”) it is established that one of the most important tasks labor legislation is to create legal conditions for achieving coordination of interests of workers (their representatives), employers (their representatives), government bodies, for legal regulation labor and other directly related relations according to:

social partnership, collective bargaining, concluding collective agreements and agreements, as well as

attracting workers and trade unions to participate in establishing working conditions and applying labor legislation in cases provided for by law.

And in the list of acts regulating labor relations (Article 5 of the Labor Code of the Russian Federation), along with the code and federal laws, forms of contractual regulation are indicated labor relations, such as collective agreements and agreements, as legal acts regulating labor relations (Article 9 of the Labor Code of the Russian Federation). Collective bargaining agreements and agreements cannot contradict regulatory legal acts (Labor Code of the Russian Federation, Federal Laws, Presidential Decrees, etc., in accordance with Article 9 of the Labor Code of the Russian Federation). On the other hand, collective agreements and agreements have greater legal force, rather than local acts of the employer, in accordance with Art. 8 of the Labor Code of the Russian Federation, the latter are adopted in accordance with and cannot contradict them.

The subject of this study is the comparative legal characteristics of collective agreements and agreements

1. Social partnership.

In accordance with Art. 23 of the Labor Code of the Russian Federation Social partnership in the sphere of labor is a system of relationships between employees, employers, government bodies, authorities local government, aimed at coordinating the interests of workers and employers on the regulation of labor relations and other relations directly related to them.

Social partnership is manifested in the forms of participation of representatives of workers and employers with or without the participation of representatives of state or municipal bodies, in collective negotiations for the conclusion of collective agreements or agreements at various levels, and some other forms.

The definition of such contracts and agreements, the procedure for their conclusion, amendment and termination, the parties, the procedure for the participation of representatives, the scope of action and other provisions are provided for in separate chapters of the Labor Code of the Russian Federation.

A collective agreement is a legal act that regulates social and labor relations in an organization or an individual entrepreneur and is concluded by employees and the employer represented by their representatives. (Article 40 of the Labor Code of the Russian Federation)

Agreement is a legal act regulating social and labor relations and establishing general principles for regulating related economic relations, concluded between authorized representatives of workers and employers at the federal, interregional, regional, sectoral (intersectoral) and territorial levels of social partnership within their competence. (Article 45 of the Labor Code of the Russian Federation)

Based on these definitions, some similarities and differences can be identified:

1) Both are a legal act, that is, a document containing mandatory rules and regulations

2) Both of them include social and labor relations in the scope of regulation, but the agreements also establish general principles for regulating labor-related economic relations

3) Collective agreements apply to a specific organization ( Individual entrepreneur). The Agreements apply to all organizations and all employees of organizations participating in the conclusion of agreements at the appropriate level.

4) An organization may have several collective agreements, at the level of the entire organization and at the level of branches. There are a great variety of agreements, from the General Agreement at the federal level to agreements at the municipal level and agreements for certain professions.

5) Both are drawn up and concluded through participation in collective bargaining.

6) Both are contracts, that is, they become binding on the parties after each party expresses to undertake such obligations.

7) Collective agreements are bilateral and can only be concluded between Employees and the Employer. Agreements can be bilateral or trilateral, concluded between Employees and the employer with or without the participation of a state or municipal body, and in the case of funding from the budget, with the mandatory participation of such bodies.

Upon closer examination of these acts, the following conclusions can be drawn:

1. Rights and obligations of Workers and employers regarding the conclusion of collective agreements and agreements:

On the one hand Art. 21 and 22 of the Labor Code of the Russian Federation establish the right of both employees and employers to conduct collective bargaining and conclude collective agreements and agreements. However, Art. 22 of the Labor Code of the Russian Federation establishes the employer’s obligation to participate in collective negotiations and conclude a collective agreement, but does not contain a similar obligation in terms of concluding agreements.

In accordance with Art. 41 Labor Code of the Russian Federation

The collective agreement may include obligations of employees and the employer on the following issues:

forms, systems and amounts of remuneration;

payment of benefits, compensation;

a mechanism for regulating wages taking into account rising prices, inflation levels, and the fulfillment of indicators determined by the collective agreement;

employment, retraining, conditions for releasing workers;

work time and rest time, including issues of granting and duration of vacations;

improving working conditions and labor protection for workers, including women and youth;

respecting the interests of workers during the privatization of state and municipal property;

environmental safety and health protection of workers at work;

guarantees and benefits for employees combining work with training;

health improvement and recreation for employees and members of their families;

partial or full payment for food for employees;

control over the implementation of the collective agreement, the procedure for making changes and additions to it, the responsibility of the parties, ensuring normal conditions for the activities of employee representatives, the procedure for informing employees about the implementation of the collective agreement;

refusal to strike if the relevant conditions of the collective agreement are met;

procedure for mandatory participation of the elected body of the primary trade union organization in considering issues related to termination employment contract at the initiative of the employer

other issues determined by the parties.

In accordance with Art. 46 Labor Code of the Russian Federation

The agreement may include mutual obligations of the parties on the following issues:

salary;

labor conditions and safety;

work and rest schedules;

development of social partnership;

other issues determined by the parties.

3. Legal force. In both cases, the list of questions remains open. That is, essentially the scope of these acts coincides. But how will the issue be resolved if it is also settled by a collective agreement? The Labor Code places the Collective Agreement and agreements on the same level. If, when listing regulatory legal acts, the legislator clearly indicated which of the acts have priority in the event of a conflict, then in the case of collective agreements and agreements this issue has not been resolved. (Articles 5, 8, 9, 40, 46 of the Labor Code of the Russian Federation)

In case of conflict with the rules established by these acts, the general rule The Labor Code of the Russian Federation on the impossibility of applying an act that worsens the position of an employee. Thus, the act that contains more favorable conditions for the employee will be applied. The same rule applies when there is a conflict between different levels of agreements or different levels of collective agreements.

4. Validity period.

A collective agreement is concluded for a period of no more than three years and comes into force on the day it is signed by the parties or on the date established by the collective agreement. The parties have the right to extend the collective agreement for a period of no more than three years.

The collective agreement applies to the employer and all employees of this organization or individual entrepreneur.

The agreement comes into force on the day it is signed by the parties or on the date established by the agreement.

The duration of the agreement is determined by the parties, but cannot exceed three years. The parties have the right to extend the agreement once for a period of no more than three years.

The agreement applies to:

all employers who are members of the association of employers that entered into an agreement, or who have joined such an association;

bodies of state power and local self-government bodies within the limits of their obligations.

The agreement applies to all employees who have an employment relationship with the employers specified in parts three and four of this article.

5. The procedure for concluding contracts and agreements.

The adoption of these acts is carried out in several stages

1) making a decision on concluding a collective agreement or agreement;

2) creation of a joint commission for conducting collective negotiations and preparing a draft collective agreement, agreement;

3) development of a draft collective agreement, agreement;

4) the process of collective bargaining;

5) conclusion of a collective agreement, agreement;

6) registration of a collective agreement, agreement.

To conduct collective negotiations, the relevant representatives (representative body of workers), in the event of the adoption of a collective agreement, prepare a draft and propose it to the employer for acceptance.

If the agreement is adopted, a commission is created to develop a draft agreement, which includes representatives of employees, employers and state or municipal bodies.

In accordance with Art. 50 of the Labor Code of the Russian Federation, collective contracts and agreements are subject to mandatory notification registration with the relevant labor authority. However, such registration is not prerequisite application of collective agreements and agreements.

Collective negotiations are carried out both to conclude a collective agreement, agreement, and to introduce additions or changes to these acts.

As a conclusion, we can say the following:

Collective agreements and agreements are legal parts of one multilateral source system labor law, social partnership and regulation of labor relations with the participation of workers. On the other hand, with many similar features, such as the procedure for adopting these acts during collective bargaining, the list of regulatory issues, form, etc., they have many significant differences. The agreements are aimed at more global, political regulation, for which representatives of state authorities and local self-government participate in the negotiations; the agreements have a broader vertical structure (General Agreement, interregional, regional, etc.) and horizontal (intersectoral, sectoral, professional etc.).

Nevertheless, the main goal, the general goal, of collective agreements and agreements is to protect the rights and interests of workers.

12. Sources of labor law in Russia, concept, system, classification
The source of labor law is the Law and other legal act, containing the standards of this industry. The source is a form of expression of labor law norms, and this form may be different depending on which body issues the normative act.

System of labor law sources includes all sources of labor law: laws, regulations, up to the normative parts of collective agreements, agreements, classified not only by subject, but also by subordination, subordination of acts. All sources in their system are in a certain relationship and interdependence.

All sources of labor legislation are classified into laws and regulations according to the degree of their importance and subordination. But they can be classified on other grounds:

system of the labor law industry: acts relating to its general part (Constitution of the Russian Federation, Chapter 1 of the Labor Code of the Russian Federation), and acts relating only to individual institutions of labor law (employment provision, employment contract, working time and rest time, remuneration, labor protection, labor disputes and etc.); at the same time, such a codified act as the Labor Code regulates all institutions of labor law, and the current laws of the Russian Federation on employment, collective agreements and agreements, labor protection, etc. regulate certain issues and relate to one or two institutions of labor law;

to the bodies receiving them: laws and resolutions of the Supreme Council, and now the State Duma of the Russian Federation, decrees and orders of the President of the Russian Federation, decrees and orders of the Government, regulations, rules, orders, decisions adopted by ministries and departments on labor issues, its payment and protection, as well as recommendations and clarifications etc. The federal law is adopted by the State Duma of the Russian Federation and then approved by the Federation Council and signed by the President of the Russian Federation. The laws of the subjects of the Federation must not contradict the Constitution of the Russian Federation and Federal laws;

scope: general federal (Constitution of the Russian Federation, Labor Code), republican, regional and other subjects of the Federation, sectoral (departmental), operating only in a given industry National economy(for example, an industry tariff social partnership agreement), charters, regulations (on the discipline of workers in certain sectors of the national economy), intersectoral acts (rules, safety standards, labor protection), municipal (local, district, city), and local, existing only for employees of this enterprise, organizations.

13.Guarantees and compensation as legal protection wages
Guarantees are the means, methods and conditions by which the implementation of the rights granted to employees in the field of social and labor relations is ensured.

Compensation - cash payments established for the purpose of reimbursing employees for costs associated with the performance of their labor or other duties provided for by federal law.

In addition to the general guarantees and compensations provided for by this Code (guarantees for hiring, transfer to another job, wages, etc.), employees are provided with guarantees and compensation in the following cases:

when heading to business trips;

when moving to work in another area;

when performing state or public duties;

when combining work with training;

in case of forced cessation of work through no fault of the employee;

when providing annual paid leave;

in some cases, termination of an employment contract;

due to a delay due to the fault of the employer in issuing work book upon dismissal of an employee;

in other cases provided for by this Code and other federal laws.

When guarantees and compensation are provided, the corresponding payments are made at the expense of the employer. Bodies and organizations in whose interests the employee performs state or public duties (jurors, donors and others) make payments to the employee in the manner and under the conditions provided for by this Code, federal laws and other regulatory legal acts of the Russian Federation. In these cases, the employer releases the employee from his main job for the period of performance of state or public duties.

14. Guarantees and compensation for employees studying in institutions vocational education.

For employees sent for training by the employer or who independently entered educational institutions of secondary vocational education with state accreditation, regardless of their organizational and legal forms, through correspondence and part-time (evening) forms of education, who successfully study in these institutions, the employer provides additional holidays maintaining average earnings for:

passing intermediate certification in the first and second years - 30 calendar days, in each of the subsequent courses - 40 calendar days;

graduation preparation and defense qualifying work and passing final state exams - two months;

passing the final state exams - one month.

The employer is obliged to provide leave without pay:

for employees admitted to entrance examinations at state-accredited educational institutions of secondary vocational education - 10 calendar days;

employees studying in state accredited institutions educational institutions secondary vocational education full-time training combining study with work, for passing intermediate certification - 10 calendar days per academic year, for preparing and defending a final qualifying thesis and passing final state exams - two months, for passing final exams - one month.

For employees studying by correspondence in educational institutions of secondary vocational education with state accreditation, once per academic year the employer pays for travel to the location of the specified educational institution and back in the amount of 50 percent of the cost of travel.

For employees studying full-time, part-time (evening) and correspondence courses in educational institutions of secondary vocational education with state accreditation, 10 academic months before starting a diploma project (work) or passing state exams is established at their request. work week, shortened by 7 hours. During the period of release from work, these employees are paid 50 percent of the average earnings at their main place of work, but not less than minimum size wages.

By agreement of the parties to the employment contract, concluded in writing, a reduction in working hours is carried out by providing the employee with one day off from work per week or by reducing the duration of the working day (shift) during the week.

Guarantees and compensation for employees combining work with study in educational institutions of secondary vocational education that do not have state accreditation, are established by a collective agreement or employment contract.

Added to the site:

Job description
chief technologist

[name of organization, enterprise, etc.]

This job description has been developed and approved in accordance with the provisions of the Labor Code of the Russian Federation and other regulations governing labor relations in the Russian Federation.

1. General Provisions

1.1. The chief technologist belongs to the category of managers, is hired and dismissed by order of [name of the manager's position], to which he is directly subordinate in his work.

1.2. A person with a higher professional (technical) education and work experience in his specialty in engineering, technical and leadership positions in the industry relevant to the enterprise profile for at least 5 years.

1.3. During the absence of the chief technologist, his duties are performed by [position title], who bears full responsibility for their high-quality, efficient and timely implementation.

1.4. In his activities, the chief technologist is guided by the current legislation of the Russian Federation, orders and instructions of the head of the enterprise, local acts and regulations, this job description.

1.5. The chief technologist must know:

1.5.1. regulatory and methodological materials on technological preparation of production;

1.5.2. profile, specialization and features of the organizational and technological structure of the enterprise; prospects for technical development of the industry and enterprise;

1.5.3. production technology of the enterprise's products;

1.5.4. systems and design methods;

1.5.5. organization of technological preparation of production in the industry and at the enterprise;

1.5.6. production capacity, specifications, design features and operating modes of equipment, rules of its operation;

1.5.7. procedure and methods for planning technological preparation of production;

1.5.8. technical requirements requirements for raw materials, materials and finished products;

1.5.9. regulations, instructions and other guidance materials on the development and execution of technical documentation;

1.5.10. means of mechanization and automation production processes;

1.5.11. determination methods economic efficiency implementation new technology and technology, labor organization, rationalization proposals and inventions;

1.5.12. procedure for certification of the quality of industrial products;

1.5.13. possibilities of using computer technology and design methods technological processes with their use;

1.5.14. procedure for accepting equipment into operation;

1.5.15. requirements rational organization labor in the design of technological processes;

1.5.16. domestic and foreign achievements of science and technology in the relevant industry;

1.5.17. advanced domestic and Foreign experience in the field of production of similar products;

1.5.18. fundamentals of economics, organization of production, labor and management;

1.5.19. basics of environmental legislation;

1.5.20. basics of labor legislation;

1.5.21. rules and regulations of labor protection.

2. Job responsibilities

The chief technologist performs the following job responsibilities:

2.1. Organizes the development and implementation of progressive, economically sound, resource- and environmentally-saving technological processes and modes of production of products manufactured by the enterprise, performance of work (services), ensuring an increase in the level of technological preparation and technical re-equipment of production, reduction of costs of raw materials, materials, labor costs, improvement product quality, works (services) and labor productivity growth.

2.2. Takes measures to accelerate the development of advanced technological processes in production, the latest materials, on the widespread introduction of scientific and technological achievements.

2.3. Manages the drawing up of plans for the introduction of new equipment and technology, increasing the technical and economic efficiency of production, the development of technological documentation, and organizes control over the provision of workshops, sites and others with it production units enterprises.

2.4. Reviews and approves changes made to technical documentation in connection with the adjustment of technological processes and production modes.

2.5. Monitors the implementation of promising and current plans technological preparation of production, strict adherence to established technological processes, identifies violations of technological discipline and takes measures to eliminate them.

2.6. Manages the organization and planning of new workshops and areas, their specialization, mastering new equipment, new high-performance technological processes, and performing calculations production capacity and equipment loading, increasing technical level production and equipment shift ratio, compilation and revision technical specifications and requirements for raw materials, basic and auxiliary materials, semi-finished products, the development and implementation of progressive standards for labor costs, consumption of process fuel and electricity, raw materials and materials, measures to prevent and eliminate defects, reduce the material intensity of products and the labor intensity of their production.

2.7. Provides improvement of technology for manufacturing products, performing work (services), introducing achievements of science and technology, progressive basic technologies, high-performance resource- and environmentally-saving non-waste technologies, design and implementation of technological systems, security means environment, comprehensive mechanization and automation of production processes, non-standard equipment, technological equipment, fixtures and tools, timely development of design capacities, compliance with standards for the use of equipment.

2.8. Implements measures to certify and rationalize workplaces.

2.9. Participates in the work to determine the nomenclature of measured parameters and optimal standards measurement accuracy, optional necessary funds their implementation, improvement of product quality control methods.

2.10. Reviews designs of products or product composition, industry and state standards, as well as the most complex rationalization proposals and inventions relating to production technology, gives conclusions about their compliance with the requirements of economical and environmentally friendly production technology.

2.11. Coordinates the most complex issues related to technological preparation of production with enterprise departments, design and research organizations, and customer representatives.

2.12. Ensures the implementation of computer-aided design systems, organizational and computer technology, automated systems equipment and process management.

2.13. Participates in the development of enterprise reconstruction projects, measures to reduce the time required to master new equipment and technology, rational use of production capacity, reduce energy and material consumption of production, increase its efficiency, improve product quality, and improve labor organization.

2.14. Manages the conduct of research and experimental work on the development of newly developed technological processes, participates in industrial testing of new types of machines and mechanisms, means of mechanization and automation of production, and in the work of commissions for the acceptance of equipment systems into operation.

2.15. Leads department employees, coordinates and directs the activities of enterprise divisions that provide technological preparation of production, organizes work to improve the skills of workers.

3. Rights

The chief technologist has the right:

3.1. to all social guarantees provided for by law;

3.2. demand from the management of the enterprise assistance in fulfilling its professional responsibilities and exercise of rights;

3.3. demand the creation of conditions for the performance of professional duties, including the provision necessary equipment, equipment, workplace that complies with sanitary and hygienic rules and regulations, etc.;

3.4. to pay additional expenses for medical, social and professional rehabilitation in cases of health damage due to an industrial accident and occupational disease;

3.5. get acquainted with draft decisions of the enterprise management concerning its activities;

3.6. submit proposals for improvement of the organization and methods of work performed by the enterprise management for consideration;

3.7. request personally or on behalf of the immediate supervisor documents, materials, tools, etc., necessary to perform their official duties;

3.8. improve your professional qualifications;

3.9. other rights provided for by labor legislation.

4. Responsibility

The chief technologist is responsible for:

4.1. for failure to perform or improper performance of their job duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation;

4.2. for causing material damage to the employer - within the limits determined by the current labor and civil legislation of the Russian Federation;

4.3. for offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal, and civil legislation of the Russian Federation.

The job description has been developed in accordance with [name, number and date of document].

Supervisor

[F. I. O.] [signature]

[day month Year]

Agreed:

[job title] [F. AND ABOUT.]

[signature]

[day month Year]

I have read the instructions:

[F. I. O.] [signature]

[day month Year]

1. GENERAL PROVISIONS

1.1. This job description defines the functional responsibilities, rights and responsibilities of the Chief Technologist of the enterprise.

1.2. The chief technologist is appointed to the position and dismissed from the position in the manner established by the current labor legislation by order of the director of the enterprise.

1.3. The chief technologist reports directly to the director of the enterprise.

1.4. A person with a higher professional (technical) education and work experience in the specialty in engineering, technical and management positions in the relevant industry profile of the enterprise is appointed to the position of Chief Technologist.

1.5. The chief technologist must know:

Regulatory and methodological materials on technological preparation of production; profile, specialization and features of the organizational and technological structure of the enterprise; prospects for technical development of the industry and enterprise; production technology of the enterprise's products; systems and design methods; organization of technological preparation of production in the industry and at the enterprise; production capacities, technical characteristics, design features and operating modes of equipment, rules of its operation; procedure and methods for planning technological preparation of production; technical requirements for raw materials, materials and finished products; regulations, instructions and other guidance materials on the development and execution of technical documentation; means of mechanization and automation of production processes; methods for determining the economic efficiency of introducing new equipment and technology, labor organization, rationalization proposals and inventions; procedure for certification of the quality of industrial products; possibilities of using computer technology and methods for designing technological processes using them; procedure for accepting equipment into operation; requirements for rational organization of labor when designing technological processes; domestic and foreign achievements of science and technology in the relevant industry; advanced domestic and foreign experience in the production of similar products; fundamentals of economics, organization of production, labor and management; basics of environmental legislation; basics of labor legislation; rules and regulations of labor protection.

1.6. During the period of temporary absence of the Chief Technologist, his duties are assigned to ___________________________.

2. FUNCTIONAL RESPONSIBILITIES

Note. The functional responsibilities of the Chief Technologist are determined on the basis and scope qualification characteristics for the position of Chief Technologist and can be supplemented and clarified when preparing the job description based on specific circumstances.

2.1. Organizes the development and implementation of progressive, economically sound, resource- and nature-saving technological processes and modes of production of products manufactured by the enterprise, performance of work (services) that ensure an increase in the level of technological preparation and technical re-equipment of production, reduction of costs of raw materials, materials, labor costs, improvement of product quality , works (services) and labor productivity growth.

2.2. Takes measures to accelerate the development of advanced technological processes, new materials in production, and the widespread introduction of scientific and technical achievements.

2.4. Reviews and approves changes made to technical documentation in connection with adjustments to technological processes and production modes.

2.5. Monitors the implementation of long-term and current plans for technological preparation of production, strict adherence to established technological processes, identifies violations of technological discipline and takes measures to eliminate them.

2.6. Manages the organization and planning of new workshops and areas, their specialization, mastering new equipment, new high-performance technological processes, performing calculations of production capacity and equipment loading, increasing the technical level of production and the shift ratio of equipment, drawing up and revising technical conditions and requirements to raw materials, basic and auxiliary materials, semi-finished products, development and implementation of progressive standards for labor costs, consumption of process fuel and electricity, raw materials and supplies, measures to prevent and eliminate defects, reduce the material intensity of products and the labor intensity of their production.

2.7. Ensures the improvement of technology for manufacturing products, performing work (services), introducing achievements of science and technology, progressive basic technologies, high-performance resource- and environmentally-saving non-waste technologies, design and implementation of technological systems, environmental protection means, comprehensive mechanization and automation of production processes, non-standard equipment , technological equipment, fixtures and tools, timely development of design capacities, compliance with standards for the use of equipment.

2.8. Implements measures to certify and rationalize workplaces.

2.9. Participates in the work to determine the range of measured parameters and optimal standards of measurement accuracy, to select the necessary means for their implementation, and to improve methods of product quality control.

2.10. Considers designs of products or product composition, industry and state standards, as well as the most complex rationalization proposals and inventions related to production technology, gives conclusions on their compliance with the requirements of economical and environmentally friendly production technology.

2.11. Coordinates the most complex issues related to technological preparation of production with enterprise departments, design and research organizations, and customer representatives.

2.12. Ensures the implementation of computer-aided design systems, organizational and computer technology, automated control systems for equipment and technological processes.

2.15. Manages department employees, coordinates and directs the activities of enterprise divisions that provide technological preparation of production, and organizes work to improve the skills of employees.

3. RIGHTS

The chief technologist has the right:

3.1. Give instructions and tasks to his subordinate employees and services on a range of issues included in his functional responsibilities.

3.2. Monitor the implementation of production tasks, timely execution of individual orders by subordinate services and divisions.

3.3. Request and receive the necessary materials and documents related to the activities of the Chief Technologist, subordinate services and divisions.

3.4. Interact with other enterprises, organizations and institutions on production and other issues within the competence of the Chief Technologist.

4. RESPONSIBILITY

The chief technologist is responsible for:

4.1. Results and effectiveness production activities attributed to his functional responsibilities specified in section 2 of these Instructions.

4.2. Inaccurate information about the status of implementation of work plans of subordinate services and departments.

4.3. Failure to comply with orders, instructions and instructions from the director of the enterprise.

4.4. Failure to take measures to suppress identified violations of safety regulations, fire safety and other rules that create a threat to the activities of the enterprise and its employees.

4.5. Failure to ensure compliance with labor and performance discipline by employees of subordinate services and employees subordinate to the Chief Technologist.

5. OPERATING MODE. RIGHT OF SIGNATURE

5.1. The working hours of the Chief Technologist are determined in accordance with the Internal Rules labor regulations installed at the enterprise.

5.2. Due to production needs, the Chief Technologist may go on business trips (including local ones).

5.3. To resolve operational issues to support production activities, the Chief Technologist may be allocated official vehicles.

5.4. The chief technologist, to ensure his activities, is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

Other instructions in the section:

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